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Voice assistants (VAs), such as Alexa, Siri, or Google Now, are becoming increasingly ubiquitous. Consequently, the potential societal impacts of such systems are gaining relevance in public and academic discourses. Investigating the effects of VA voice features on user perception of VAs is one central aspect of research. Here, the potential effects of VAs on the perception of gender roles and the attribution of gender stereotypes stand out. Following the Computers as Social Actors paradigm, it is assumed that gendered voices have the potential to reproduce existing gender stereotypes. Yet, recently, the implementation of gender-ambiguous voices has been suggested to mitigate such effects and promote more diverse technology design. In this study, we set out to inquire about the relationship between gendered VA voice (male, female, gender-ambiguous) and gender stereotype activation. In two online surveys with an experimental manipulation (Study 1: N = 140, Study 2: N = 397), we test stereotype activation as a function of VA voice, user gender, and conversation topic. Empirical findings are mixed, with no effects for conversation topic but indications of small effects of VA voice. Implications for future research are discussed. [ABSTRACT FROM AUTHOR]

Gender stereotypes are often an unconscious notion, which can unjustly confine individuals' pathways to that of those deemed acceptable in society. Therefore, this qualitative study aimed to explore whether such ideals are shown by primary school students' and their teachers. Results showed that gender stereotypes were present, with both students and teachers expressing this. Students indicated that all six professions explored had large stereotypes. Teachers were largely in agreement, noting that although they felt able to challenge such ideals, many of them had no formal training throughout their teaching program. The results offer a rationale for more initial teacher training programs to explore the effects of gender stereotypes, preparing teachers to challenge these early on while children are developing their long-term beliefs, to avoid unjust bias. [ABSTRACT FROM AUTHOR]

Globally, men and women are numerically dominant in undergraduate degrees in math and psychology, respectively. A variety of theoretical perspectives predict that individuals who adhere more to gender stereotypes will be more represented in gender‐dominant fields. Using a pre‐registered methodology, we recruited men and women enrolled in psychology and math degree programmes in the United Kingdom and assessed a variety of gender beliefs and identities. Overall, femininity was (marginally) higher in psychology, and higher amongst women generally. Moderated regression analyses revealed that women who were low in masculinity and high in femininity (the stereotypical pattern) were most likely to be in psychology degrees, whilst women who were low in both were most likely to be enrolled onto math programmes. For men, no component of gender identity or beliefs predicted degree programmes. Overall, these results demonstrate how dimensions of gender identity may account for gender differences in undergraduate representation. Specifically, women in STEM fields tend to not describe themselves in stereotypical masculine or feminine traits. We discuss implications for efforts to increase uptake of gender stereotype incongruent career paths (e.g., women in STEM) with a particular focus on how femininity may be rejected in counter‐stereotypical domains. [ABSTRACT FROM AUTHOR]

The aim is to conduct a comparative analysis of the political discourse of Great Britain and the United States, in particular the study of the speech style of the leaders, the context and the role of the media in the formation of public opinion. Methods. The study employs the method of analysis of lexical units, the linguistic method of field structures, and the method of stylistic analysis of markers. Standard methods of mathematical statistics were used, as well as Cronbach's alpha to check the reliability of the research methods. Conclusions. The study reveals the importance of the media's role in political discourse, especially in the dissemination of political interviews and their public perception. A comparison of UK and US political discourse reveals both similarities and differences in the communication of political leaders, and helps analyse each country's response to common challenges and issues. Prospects. Further research could focus on gendered aspects of political speech, including the analysis of the gender's role in shaping political discourse and identifying gender stereotypes. [ABSTRACT FROM AUTHOR]

One proposed strategy to overcome labour shortages in male-dominated jobs is to attract female workers. This has been the case for lorry driving in the UK. These efforts, however, often work to reproduce binary gendered stereotypes, or seek to include women without questioning how working conditions and everyday embodied work itself constructs gender roles and difference and is differentially experienced. In this paper, we highlight differentiated lorry driving bodies at work, centring lorries as an essential part of global logistical systems. Empirically drawing from interviews and mobile ethnographies with freight drivers in England, we tell a series of composite stories which uncover gendered ideals of worker-bodies, and embodied experiences of mobilities. With the gendered, embodied life's work of lorry driving remaining largely invisible and poorly understood, we illustrate the complex intersections between places, people, materialities and forms of work. Through this paper, we show how (gendered) narratives and bodily difference are both reproduced and disrupted through lorry driving work. We argue that only through recognising – and destabilising - the gendered re/production of mobile work will other logistical futures be made possible. [ABSTRACT FROM AUTHOR]

Unpaid caregiving is a worldwide phenomenon. 42% of women cannot secure jobs because they are responsible for caregiving. Women and girls undertake more than 75% of unpaid care work in the world. The UN Sustainable Development Goals 5 and target 5.4 aim to promote the rights and well-being of women and care providers but will remain unattainable if the rising trend in unpaid care work is 'unchecked'. To interrogate present developments in unpaid care work, this article critically examines the trend in three countries: the United Kingdom, Nigeria, and Ghana. This study is important because, despite years of awareness, there appears to be an uneven change in the situation of unpaid care work globally. Gender stereotypes continue to be a cultural concern. This paper leveraged the Altercasting Theory and textual content analysis method. The study concludes that there is still a need to improve the situation of unpaid care work as it is not adequately indexed in the national economic indicators of some countries. [ABSTRACT FROM AUTHOR]

Higher Education (HE) is seen as a tool to create job opportunities and enhance individuals' quality of life. Research demonstrates that students' expectations of career success in HE are an important predictor of their motivation and academic attainment. However, there is a lack of clarity about how career success is defined and whether individuals perceive that their experiences (e.g., gender) may be associated with these definitions. In online written interviews with 36 university students in the United Kingdom, we examine how students define career success and how they perceive their identity (gender, socioeconomic status) experiences underpinning these definitions. We analysed three main definitional themes: (a) career success as personal development, (b) career success as individual mobility, and (c) lack of clarity about what career success is. Findings suggest that gender and socioeconomic experiences had an important role in students' understanding of career success, especially for students from disadvantaged backgrounds. Indeed, in the intersection of gender and socioeconomic status, inequalities persist: female students anticipated difficulties in terms of work-life balance and gender stereotypes that constrained their career success definitions. Moreover, family experiences were important to understand students' definitions of career success, particularly for disadvantaged socioeconomic groups. The current research sheds light on an important paradox in HE organisations: while students tend to define career success in relatively individualistic ways, such as individual mobility, financial success, or personal development, it was clear that their social identities (e.g., gender, socioeconomic status) and related experiences played an important role in creating definitions of career success. This further implies that when universities encourage a perception of career success as individual mobility, for example, having better job opportunities, or by espousing the belief that higher education and/or professional sectors are truly meritocratic–this will not always align with, and may create tension for, students from disadvantaged groups. [ABSTRACT FROM AUTHOR]

It has been well established that politicians attack their competitors to reach their political goals. As such, there is a considerable amount of literature on their attack behaviour. However, this literature almost exclusively investigates attack behaviour during campaigns, and so far, few studies have addressed the nature of attacks during more routine times in parliaments. This article aims to fill this gap by examining in-parliament attack behaviour and, more specifically, the gender characteristics of attacks. It is theorised that women are less likely to attack and be attacked than men due to the stereotypical gender roles. However, it is anticipated that this compliance to stereotypes diminishes as proximity to elections increases, resulting in women engaging in attacks as much as men. To limit the cost of their divergence, attacks employed by and toward women are expected to be more civil. Lastly, this study argues that adherence to gender stereotypes is stronger in countries with candidate-centred parliamentary systems than party-centred ones. This study finds support for the theoretical framework using longitudinal data on individual attacks in the parliaments of Belgium, Croatia, and the UK. Results confirm that politicians adhere to gender stereotypical roles in parliaments, with women attacking and being targeted less than men, and when women do attack or are targeted, less incivility is employed. Proximity to elections makes both women and men more hostile, but women lower the cost of their increasing attack behaviour by using less incivility, unlike men who increasingly opt for uncivil attacks closer to elections. Additionally, these findings strongly apply in the candidate-centred system of the UK, whereas in the party-centred system of Belgium and Croatia, hardly any support for the theory can be found. [ABSTRACT FROM AUTHOR]

In narratives around insurgencies, terrorism, and other forms of political violence, the media—and policymakers—frequently portray women as victims or unintelligent pawns of men. But these violent women get more media attention than their male counterparts because they are a shocking departure from gendered expectations of nurturing, peaceful women. However, even such narratives of deviance can reinforce societal stereotypes about women by emphasizing that they are emotional but not political, easily manipulated, often deranged, or simply unintelligent. Using in-depth interviews in Ireland and the United Kingdom with practitioners in counter terrorism (CT) and countering violent extremism (CVE), this paper argues that a failure to ask meaningful questions about women's roles in extremist violence has reinforced gender stereotypes, leading to disengagement and deradicalization practices that ignore or downplay women's importance in fostering violence. [ABSTRACT FROM AUTHOR]

Research on political style suggests that where women make arguments that are more emotional, empathetic and positive, men use language that is more analytical, aggressive and complex. However, existing work does not consider how gendered patterns of style vary over time. Focusing on the UK, we argue that pressures for female politicians to conform to stereotypically 'feminine' styles have diminished in recent years. To test this argument, we describe novel quantitative text-analysis approaches for measuring a diverse set of styles at scale in political speech data. Analysing UK parliamentary debates between 1997 and 2019, we show that the debating styles of female MPs have changed substantially over time, as women in Parliament have increasingly adopted stylistic traits that are typically associated with 'masculine' stereotypes of communication. Our findings imply that prominent gender-based stereotypes of politicians' behaviour are significantly worse descriptors of empirical reality now than they were in the past. [ABSTRACT FROM AUTHOR]

The anti-trafficking movement has historically focussed almost entirely on the experiences of women and girls, excluding men from the narrative. This exclusion has led to a lack of understanding and identification of men's trafficking experiences, which in turn has hindered their access to protection. An analysis of decisions of the United Kingdom's Upper Tribunal on protection claims filed by adult male 'victims of trafficking' shows that substantial obstacles exist for adult male 'victims of trafficking' in accessing protection, mostly as a result of the reticence of decision-makers to perceive, understand, and acknowledge vulnerability outside of traditional gender stereotyping. [ABSTRACT FROM AUTHOR]

Are ambitious women punished in politics? Building on literature from negotiation, we argue that women candidates who are perceived to be ambitious are more likely to face social backlash. We first explore what the term 'ambitious' means to voters, developing and testing a new multidimensional concept of perceived ambition, from desire to run for higher office to scope of agenda. We then test the link between these 'ambitious' traits and voter support for candidates using five conjoint experiments in two countries, the U.S. and the U.K. Our results show that while ambitious women are not penalized overall, the aggregate results hide differences in taste for ambitious women across parties. We find that in the U.S. left-wing voters are more likely to support women with progressive ambition than right-wing voters (difference of 7% points), while in the U.K. parties are not as divided. Our results suggest that ambitious women candidates in the U.S. face bias particularly in the context of non-partisan races (like primaries and local elections), when voters cannot rely on party labels to make decisions. [ABSTRACT FROM AUTHOR]

Recent findings highlight two facets of the two fundamental stereotype content dimensions of agency (i.e., 'dominance' and 'competence') and communality (i.e., 'morality' and 'sociability'; e.g., Abele et al., 2016) with implications for understanding gender inequality in the workplace (e.g., Prati et al., 2019). Extending this research and contributing to the facial first impressions literature, we examined how these facets of agency and communality when inferred from White men's and women's faces, along with attractiveness, influence their leadership suitability. In three studies in the United Kingdom (total N = 424), using student and working samples and two managerial descriptions, we found an unexpected pattern of results, supported by an internal meta‐analysis: attractiveness and competence were the most important predictors of hirability for all candidates. For women, dominance was the next most important predictor; for men, morality and sociability were more important than dominance. Moreover, morality and sociability were more important in evaluating men than women, while dominance was more important in evaluating women than men. Findings are discussed in terms of a 'deficit bias', whereby the qualities women and men are considered to lack – dominance for women, morality, and sociability for men – may be given more weight when evaluating their leadership suitability. [ABSTRACT FROM AUTHOR]

From 2009 to 2018, social attitudes towards gender in the UK and other western countries significantly shifted, with greater awareness of gender stereotyping and the objectification of women's bodies in the media due to popular social media campaigns. Arguably, postfeminism has provided a channel in which tropes traditionally critiqued by feminism, such as the objectification or stereotyping of the female body, are appropriated by consumption, and reconceptualised as empowering forms of femininity. In two phases, this study explores if and how this social shift has been translated into how men and women's bodies are presented to male and female audiences, respectively, by magazines that claim to represent and reflect them. Firstly, content of the front covers from six popular men's and women's magazines was analysed to identify the framing, clothing, and staging of the body. A second phase adds further novelty to this study by employing a cultural analytics approach to explore the relationship between gender and hue by analysing the brightness, saturation and hue values of each image. The findings show some continuities in how men and women are presented, despite significant changes in which magazines presented these continuities. Furthermore, the colour attributes of the images underlined significant differences in how men and women are presented for viewing. It is argued that these continuities and changes represent a reinforcement of patriarchal gendered relations (including gendered associations with specific colours) re-imagined through a postfeminist logic. [ABSTRACT FROM AUTHOR]

Alternative therapies which aim to enhance women's wellbeing have been accused of contributing to healthist and postfeminist agendas which rest upon a neoliberal logic. I critically engage with this issue here through an ethnographic study of womb yoga, a women's alternative therapy developed in the UK. I argue that while being commercial and emphasizing personal responsibility, womb yoga largely works against the current neoliberal optimization ideal. Womb yoga practitioners dismiss goal-oriented self-management and discipline, and avoid a simple reproduction of gender stereotypes by deflecting care away from other-directedness and opening the interpretation of femininity to the imaginative and experiential realms. [ABSTRACT FROM AUTHOR]

Purpose: Existing research has established that women drop out of engineering careers in part because of a dissatisfaction with their career development, but women's understanding of career development in engineering has been as yet largely unexplored. This paper aims to explore female engineers' experiences of navigating their careers and their perceptions of barriers to career development, through the lens of the intelligent career framework (ICF). Design/methodology/approach: The in-depth interviews of this study were conducted with female engineers in the UK and analysed using template analysis. Findings: The authors identified three structural barriers that participants felt hinder women's career development in engineering: (1) promotions are more likely to be given to people who are widely known – more often men; (2) promotions are more likely to be given to people on whom high status is conferred in this context – more often men and (3) promotions are more likely to be given to people who conform to the ideal worker ideology – more often men. The women also offered a series of counter-narratives in which they reframed the behaviour they witnessed as something other than sexism. Originality/value: The findings highlight the significant and systemic bias against women's career development through gender stereotypes in workplaces and an implicitly gendered organisation that hinders the development of the three competencies needed for career advancement. The authors describe a range of counter-narratives that the participants use to help them to make sense of their experiences. Finally, the authors illustrate the application of the intelligent career framework (ICF) as a lens to view the career development culture of an organisation. [ABSTRACT FROM AUTHOR]

Florence Nightingale is credited with reforming the profession of nursing, and her teachings allowed nursing to be perceived as an almost exclusively female career. However, the long history of men's role in nursing before Nightingale is frequently ignored. Males currently account for one in ten UK nurses, with that figure even less in community nursing, and the ones present receive differential treatment when it comes to hiring and promotion, career opportunities, and stigma associated with gender perceptions. This article attempts to gain a better understanding of the problems that face workforce planning with regards to the lack of men in community nursing. [ABSTRACT FROM AUTHOR]

In the UK, the proportion of female medical students has remained static over the last decade, at around 55%; however, at consultant level, only 36.6% of doctors are women. The reasons for this drop in numbers are not clear. Given the increase in number of female doctors in training, the proportion of female doctors at consultant level is lower than might be expected. This article discusses issues affecting the female medical workforce in anaesthesia, intensive care and pain medicine. It explores how gender stereotypes and implicit gender bias can affect the way women are perceived in the workplace, especially in leadership positions, and discusses health issues particular to the female medical workforce. While the issues in this article may not affect all women, the cumulative effect of being subject to gender stereotypes within a workplace not designed to accommodate the health needs of women may contribute to a work environment that may promote the attrition of women from our specialties. [ABSTRACT FROM AUTHOR]

Interest in science and math plays an important role in encouraging STEM motivation and career aspirations. This interest decreases for girls between late childhood and adolescence. Relatedly, positive mentoring experiences with female teachers can protect girls against losing interest. The present study examines whether visitors to informal science learning sites (ISLS; science centers, zoos, and aquariums) differ in their expressed science and math interest, as well as their science and math stereotypes following an interaction with either a male or female educator. Participants (n = 364; early childhood, n = 151, M age = 6.73; late childhood, n = 136, M age = 10.01; adolescence, n = 59, M age = 13.92) were visitors to one of four ISLS in the United States and United Kingdom. Following an interaction with a male or female educator, they reported their math and science interest and responded to math and science gender stereotype measures. Female participants reported greater interest in math following an interaction with a female educator, compared to when they interacted with a male educator. In turn, female participants who interacted with a female educator were less likely to report male-biased math gender stereotypes. Self-reported science interest did not differ as a function of educator gender. Together these findings suggest that, when aiming to encourage STEM interest and challenge gender stereotypes in informal settings, we must consider the importance of the gender of educators and learners. [ABSTRACT FROM AUTHOR]

This research emanates from an anti-sexual violence bystander programme delivered at an English university. Fifteen students were identified through purposive and convenience sampling to take part in focus groups. Discussions emerged regarding atypical sexual harassment. There is a gap in the literature exploring sexual harassment outside of the male perpetrator and female victim narrative which this paper contributes to. This paper considers four conversational themes: 'unwanted touching: women to men', 'sexual banter: women to men', 'sexual stereotypes: women and men', and 'developing stronger ethical subjectivity'. This paper recognises most sexual harassment occurs from men to women, and acknowledges criticism of focussing otherwise when resources are limited, noting this risks obscuring the enduring power differentials between the sexes. It contends that exploring a controversial issue, such as male experience of sexual harassment, might help bystander programmes by developing ethical subjectivity in undergraduate students. Exploring sexual behaviour as a spectrum may lead to counter hegemonic discourses to emerge. [ABSTRACT FROM AUTHOR]

This article evaluates regulatory responses to stereotypical gender portrayals in advertising in the UK before and after the 2019 changes in the Advertising Standards Authority's (ASA) harm and offensiveness framework. It systematises for the first time the ASA's rulings in this territory and brings a new perspective in its modern practice by examining it within Deaux and Lewis' theoretical framework on the multicomponent structure of gender stereotypes. We argue that the ASA's new rule and guidelines represent a missed opportunity to take bolder steps against ads that objectify or inappropriately sexualise individuals and are not sufficiently attentive to the multi-faceted nature and fluidity of modern gender identities. We conclude by making recommendations for improving the effectiveness and implementation of the ASA's guidance on the depiction of gender stereotypes. [ABSTRACT FROM AUTHOR]

This paper adopts Elias' theory of established and outsider relations (Elias and Scotson, 1994) to argue that women riders are "outsiders" within the racing figuration. The paper draws on data collected from eight semi-structured interviews with experienced female jockeys. It is suggested by the authors that female jockeys remain outsiders within the racing figuration in the UK. In particular, female jockeys are largely resigned to their inferior position as their views of male jockeys remain deeply ingrained in stereotypes about gender. The increasing organizational changes that have allowed women to be a part of the Jockey Club, be granted licenses, train and compete alongside males do not appear to have changed attitudes toward female jockeys, who are largely perceived as weaker and less capable than male jockeys. [ABSTRACT FROM AUTHOR]

Although intimate partner violence (IPV) is considered stereotypically as a gendered phenomenon, empirical evidence contradicts such gender asymmetry in reported rates of victimisation and perpetration. The current research explored the impact of stereotype priming on implicit attitudes associated with IPV victimisation (Study 1) and perpetration (Study 2), and further examined behavioural intentions associated with hypothetical gendered scenarios of IPV. Participants recruited in the United Kingdom were primed with either stereotype congruent, incongruent or no information about IPV victimisation (Study 1, n = 122) or perpetration rates (Study 2, n = 101). They then completed an Implicit Association Test and reported their subjective norms, self-efficacy, behavioural intentions, and outcome expectancies pertaining to different scenarios depicting gendered IPV. Findings indicate that priming an incongruent stereotype did not impact significantly on implicit or explicit attitudes toward IPV. Gendered scenarios were found to be influential on explicit attitudes, with IPV less likely to be identified toward male victims and considered more acceptable compared to when the victim was female. Moreover, individuals reported feeling more capable and likely to intervene in an act of IPV when the victim was female compared to male, were more likely to report such an incident, and anticipated greater outcomes. These findings highlight the need for an inclusive research approach that recognises men's victimisation. [ABSTRACT FROM AUTHOR]

Research shows that a lower proportion of women than men are in graduate level jobs, six months after leaving seven top UK universities. This paper presents new empirical evidence from a unique dataset on the significantly different attitudes and behaviours between Oxford men and women undergraduates that might explain why women are less likely to have secured a graduate level job than men. Lower self-assurance, firmer beliefs in gender stereotypes, strong prestige and gender-characterisation of occupations, and favouring sectors with informal and low-status entry, all contribute to a lower proportion of women securing graduate level jobs. Despite many advances in recent years narrowing the gap between men and women, there remain policy implications for curriculum delivery and co-curricular courses to increase women’s self-assurance and assertiveness, and thereby enable them to aspire to and then secure a wider range of higher prestige occupations. [ABSTRACT FROM PUBLISHER]

Much of the literature concerning sexual minorities describes various forms of social mistreatment, alongside the psychological ill effects of minority stress. However, bisexual individuals are often described as having additional burdens compared with other sexual minorities. We conceptualise the collective of these social problems as ‘bisexual burden’, and examine for it through the lived experiences of 15 openly bisexual girls (aged 16–17) from sixth form colleges throughout the UK. We show that, among this cohort, decreasing cultural stigma attached to sexual minorities results in participants being more accepted by their heterosexual and gay peers, compared to previous literature, mostly without the negative components of bisexual burden. We find that when mistreatment does occur, it does so immediately after she comes out; however, this diminishes quickly due to the cultural unacceptability of homo/biphobia in these settings. [ABSTRACT FROM AUTHOR]

Purpose – This is the third part of a three-part paper on the intersection between sex, gender and leadership in the UK Civil Service. The first part of this paper provided an introduction to the research, a literature review and some conjectures derived from it. The second part formulated specific null hypotheses, outlined the research methodology and presented research findings. The purpose of this paper is to explore the practical implications of the research findings, presents an evidence-based framework for understanding the transition into leadership, with prescriptions for its use and ends with a concluding discussion on the overall research findings. Design/methodology/approach – Information was collected from a wide cross-section of UK Civil Servants between 1993 and 2013. Individuals were participants on training and development activities carried out by the authors. Individuals completed psychometric instruments, including self-assessments and 360 degree assessments and provided information on their sex, work role and work situation. Statistical analysis was carried out to identify behaviours associated with effective leadership, taking account of behaviours used, behaviours valued and behaviours valued more highly than in those in follower roles and situations. Comparisons were made between the effective leader behaviour profile and those for sex differences and gender stereotypes. Findings – A very strong statistical relationship was found between the frequency with which individuals use a range of behaviours and the extent of their leadership role and situation. Moreover, particular behaviours were found to be more valued in leadership roles/situations, with clear differences between those valued in follower roles/situations. A combined leadership effectiveness profile had little in common with either the male/masculine or female/feminine profile. Research limitations/implications – The research was a by-product of the authors’ training and development work. It was not part of a purpose-built and wide-ranging research programme into sex, gender and leadership. It also relates to one context, the UK Civil Service, and may not generalise to other contexts. Nonetheless, there are clear parallels between these findings and previous research. Practical implications – Gender stereotypes were best tackled by ensuring that all jobs are properly described and all assessments involved the use of relevant information against agreed job criteria, with appropriate training and development essential to maintaining best practice. Moreover, training and development activities should concentrate on actual individual differences, rather than stereotypical generalisations about such differences. Finally, an evidence-based, gender-neutral leadership framework was proposed. The leadership framework is relevant to would-be leaders, line managers and human resource professionals, including training and development specialists. Social implications – The research findings are relevant to understanding the intersection between sex, gender and leadership in the UK Civil Service. They relate to wider social issues concerning equal opportunities and diversity. Originality/value – There is an extensive body of theory and research on the intersection between sex, gender and leadership. However, very little focuses specifically on the UK Civil Service. These research findings and the subsequent analysis are, therefore, original. The gender-neutral, evidence-based leadership framework is an original contribution to both theory and practice. [ABSTRACT FROM AUTHOR]

Women have made substantial inroads into some traditionally masculine occupations (e.g., accounting, journalism) but not into others (e.g., military, surgery). Evidence suggests the latter group of occupations is characterized by hyper-masculine 'macho' stereotypes that are especially disadvantageous to women. Here, we explore whether such macho occupational stereotypes may be especially tenacious, not just because of their impact on women, but also because of their impact on men. We examined whether macho stereotypes associated with marine commandos and surgeons discourage men who feel that they are 'not man enough'. Study 1 demonstrates that male new recruits' ( N = 218) perceived lack of fit with masculine commandos was associated with reduced occupational identification and motivation. Study 2 demonstrates that male surgical trainees' ( N = 117) perceived lack of fit with masculine surgeons was associated with reduced identification and increased psychological exit a year later. Together, this suggests that macho occupational stereotypes may discourage the very men who may challenge them. [ABSTRACT FROM AUTHOR]

Purpose – This is the second part of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The first part of this paper outlined the training and development activities carried out by the authors, provided a literature review and drew conclusions, in the form of conjectures. The purpose of this paper is to present a series of null hypotheses derived from the conjectures. It then outlines the research methodology and research findings. The final part of this paper discusses the implications of the research findings, presents an evidence-based leadership framework and offers prescriptions for its use. Design/methodology/approach – Information was collected from a wide cross-section of UK Civil Servants between 1993 and 2013. Individuals were participants on training and development activities carried out by the authors. The information collected was a by-product of these activities. Individuals completed a variety of psychometric instruments, including self-assessments and 360-degree assessments, and provided information on their sex, work role and work situation. Statistical analysis was carried out on differences in the behaviour of male and female managers, differences in how such behaviours were assessed, using 360-degree assessments, and differences in behaviour and assessments of behaviour in different contexts. Findings – Research evidence presented points to the existence of contrasting gender stereotypes and sex differences in behaviour. It also shows that such differences are small and that there are far greater differences amongst men and women managers than between the average man and women manager. Differences in behaviour and assessments of behaviour were also more strongly linked to context than either sex or gender. Research limitations/implications – The research was a by-product of training activities. It was not a wide ranging, purpose-built research programme to explain the “glass ceiling”. It was carried out on a particular population and may not generalise to other contexts. Nonetheless, findings are broadly consistent with previous research. Practical implications – The third part of this paper discusses the implications of these findings, particularly for training and development professionals. It also presents and discusses additional research findings on leadership in the UK Civil Service. Social implications – The findings are relevant to the understanding of sex and gender differences in the work place. They relate to wider considerations of equality of opportunity and diversity. Originality/value – There is an extensive body of theory and research on sex, gender and leadership, although little is directly relevant to the UK Civil Service. This is new research, relevant to this context, that brings together these three themes. [ABSTRACT FROM AUTHOR]

Purpose – This is the first of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The purpose of this paper is to introduce research by the authors into differences in the behaviour of men and women managers in the UK Civil Service, differences in 360 degree assessments of these behaviours and variations in the behaviours and assessments in different organisational contexts. This part of the paper sets the scene, and provides a literature review and a series of conjectures, derived from this review. Design/methodology/approach – This part of the paper outlines the training and development activities carried out by the authors and explains the target populations, the context in which managers operated and the part played by psychometric assessments in such activities. It then provides a literature review on the intersection of sex, gender and leadership. This looks at: the glass ceiling; leader preferences; gender stereotypes; gender stereotypes and leaders; attitudes towards women as leaders; leadership theories and gender stereotypes; sex differences in psychological traits; sex differences in leader behaviour and effectiveness. Finally, it presents a series of conjectures, derived from the literature review. Findings – The literature review shows that the playing field that constitutes managerial ranks continues to be tilted in favour of men and behaviours associated with the male stereotype, despite what leadership theories and field evidence would suggest. Research limitations/implications – The research was also a by-product of the authors’ training and development work, not a purpose-built research programme to explain the “glass ceiling”. It relates to the UK Civil Service and may not be relevant in other contexts. Practical implications – Later parts of the paper present prescriptions for minimising the impact of gender stereotypes, along with an evidence-based leadership framework. Training and development implications are presented. Findings are relevant to leaders, would be leaders and human resource professionals, including training and development specialists. Social implications – The vast majority of top leadership positions across the world are held by males rather than females. This prevents women from moving up the corporate ladder. This literature review describes the “glass ceiling” and explores what lies behind it. Originality/value – Research on sex differences in behaviour, gender stereotypes and situational differences in both, in the UK Civil Service, are all original. Of particular importance is the new evidence-based framework of leadership competences. [ABSTRACT FROM AUTHOR]

Despite the considerable advances of the feminist movement across Western societies, in Universities women are less likely to be promoted, or paid as much as their male colleagues, or even get jobs in the first place. One way in which we can start to reflect on why this might be the case is through hearing the experiences of women academics themselves. Using feminist methodology, this article attempts to unpack and explore just some examples of ‘cultural sexism’ which characterises the working lives of many women in British academia. This article uses qualitative methods to describe and make sense of some of those experiences. In so doing, the argument is made that the activity of academia is profoundly gendered and this explicit acknowledgement may contribute to our understanding of the under-representation of women in senior positions. [ABSTRACT FROM PUBLISHER]

Background: Improving sexual health and blood-borne virus (BBV) outcomes continue to be of high priority within the United Kingdom (UK) and it is evident that the media can and do impact the public health agenda. This paper presents the first large-scale exploration of UK national newsprint media representations of sexual health and BBVs. Methods: Using keyword searches in electronic databases, 677 articles published during 2010 were identified from 12 national (UK-wide and Scottish) newspapers. Content analysis was used to identify manifest content and to examine the tone of articles. Results: Although there was a mixed picture overall in terms of tone, negatively toned articles, which focussed on failures or blame, were common, particularly within HIV/AIDS, hepatitis B and C, and other sexually transmissible infection coverage (41% were assessed as containing negative content; 46% had negative headlines). Differences were found by newspaper genre, with 'serious' newspaper articles appearing more positive and informative than 'midmarket' newspapers or 'tabloids'. Across the sample, particular individuals, behaviours and risk groups were focussed on, not always accurately, and there was little mention of deprivation and inequalities (9%). A gender imbalance was evident, particularly within reproductive health articles (71% focussed on women; 23% on men), raising questions concerning gender stereotyping. Conclusions: There is a need to challenge the role that media messages have in the reinforcement of a negative culture around sexual health in the UK and for a strong collective advocacy voice to ensure that future media coverage is positively portrayed. [ABSTRACT FROM AUTHOR]

Overcoming gender occupational stereotypes is a major educational objective in removing barriers to children's future career ambitions and employment aspirations. Yet, the mechanisms that underlie the development of occupational stereotypes in school-age children remain unclear. This questionnaire study investigates the developmental relationship between two possible factors contributing to occupational stereotype development, perceptions of occupational gender ratio and personal beliefs about occupational competence, across the primary school years. One questionnaire assessed beliefs about the occupations held by men and women, by asking 195 children, aged 6 to 11 (UK Years 2 to 6), to report on the gender ratio of 24 occupations (e.g., who does a specific job) on a 5-point Likert scale (only males, mostly males, both, mostly females or only females). A second questionnaire assessed stereotyped attitudes by asking 194 children of comparable age to judge the competence of men and women (e.g., who can do a specific job very well) on the same scale. We found that children across age groups predominantly assigned men and women to traditionally male and female occupations, respectively, both in terms of perceived distribution and competence. However, while the perceived distribution of men and women remained stable across the sexes and age groups, stereotyped responding for competence was lower in girls than in boys, and decreased with age in both sexes for traditionally male and gender-neutral (but not for traditionally female), occupations. Some occupations which have become less gender-segregated in the workforce (e.g., Doctor, Head teacher), are also becoming more gender-balanced in children's beliefs. Taken together these results suggest that children's occupational stereotypes are influenced by developmental differences in children's understanding of gender, as well as perceptions about what jobs women and men have. We conclude by discussing practical implications for targeted interventions aimed at reducing occupational stereotyping in children. • We examined perceptions of occupational gender ratio and occupational competence in primary school children. • The perceived distribution of men and women remained stable across the sexes and age groups. • Sex and age differences in stereotyped responding for competence were observed for male and gender-neutral occupations. • Some occupations now less gender-segregated in the workforce are also becoming more gender-balanced in children's beliefs. • Children's perceptions of occupational ratio and occupational competence are conceptually and methodologically different. [ABSTRACT FROM AUTHOR]

This paper explores the considerations of sexualisation and gender stereotyping in the recent UK government report Letting Children be Children. This report, the Bailey Review, claimed to represent the views of parents. However, closer reading reveals that, while the parents who were consulted were concerned about both the sexualisation and the gender stereotyping of products aimed at children, the Bailey Review focuses only on the former and dismisses the latter. ‘Sexualisation’ has four faces in the Bailey Review: it is treated as a process that increases (1) the visibility of sexual content in the public domain, (2) misogyny, (3) the sexuality of children, and (4) the mainstream position of ‘deviant’ sexual behaviours and lifestyles. Through this construction of ‘sexualisation’, gendered relations of power are not only hidden from view but also buttress a narrative in which young women are situated as children, and their sexuality and desire rendered pathological and morally unacceptable as judged by a conservative standard of decency. Comparison of the treatment of sexualisation and gender stereotyping in the review is revealing of the political motivations behind it, and of wider discourse in these areas. [ABSTRACT FROM AUTHOR]

The extent to which an organization's culture exhibits support for its employees' efforts to balance work and personal responsibilities has been shown to influence a number of work- and home-related outcomes. This study tests a model with a mix of mediated and moderated relationships to investigate direct and indirect routes by which work-home culture may affect employee well-being. Sex differences in these relationships are also explored. Data collected from public sector employees in the UK indicate that a supportive work-home culture is significantly associated with lower levels of psychosomatic strain among employees. For women, this relationship is mediated by reduced levels of work-home interference. Different types of support demonstrate different effects for men and for women: managerial support has a more beneficial impact on women's well-being, and organizational time demands have a more detrimental impact on men's well-being. Recommendations for managers to boost employee well-being include shifting the focus away from presenteeism and toward work outputs in order to reduce gender stereotypes and improve attitudes toward those using flexible work practices and family-friendly initiatives, incorporating work-home supportiveness into the managerial performance appraisal process, and compensating or otherwise recognizing employees taking on absent colleagues' workloads. [ABSTRACT FROM AUTHOR]

Affirmative action is a problematic, but common, organizational approach to redressing gender discrimination as it fails to address discourses underlying organizational definitions and practices in highly masculinized sites like English football. Unstructured interviews with 27 key personnel and participants in coach education in the north of England within a regional “division” of the organization regulating English football (“The FA”) were conducted to explore the gendered construction and enactment of football and coaching, and the framing of women-only (separatist) coaching courses. Critical discourse analysis identified the deployment of discourses concerning the undermining of standards and the privileging of women as strategies used to neutralize the significance of gender and previous gender discrimination, while re/producing the centrality of masculinity for key definitions and identities. [ABSTRACT FROM AUTHOR]

This article questions the extent to which the form of masculine subjectivity often associated with the men of Bloomsbury was distinctive and represented some kind of sharp break with that of an older generation. Their expectations of persistent gender advantage, and their continuing calls upon the services of mothers, sisters and female friends, suggest that a rejection of "Victorian" masculinity did not, in and of itself, disrupt the privileges that stemmed from manhood. [ABSTRACT FROM AUTHOR]

Recent writing about the ‘service encounter’ suggests that high-quality service requires employee commitment and this will involve a more developed and sophisticated approach to HRM than has traditionally characterised the sector. Through an in-depth study of a sample of high service level hotels in the US and UK this paper argues, in contrast, that commitment can be created through a workplace culture that draws on family discourses and practices. It explores the ways in which this culture is developed and endorsed by both management and employees. This approach to generating commitment has costs in terms of the time and priority employees can give to their ‘real’ friends and family. By drawing on the highly gendered and hierarchical organisation of the family, it is argued that culture also contributes to gender stereotyping and hierarchies within and outside the workplace in ways that limit women's career opportunities. [ABSTRACT FROM AUTHOR]

The article discusses the cultural aspects of social exclusion and the stereotyping of adolescent males in Great Britain. Social exclusion refers to the dynamic process of being shut out, fully or partly from a social, economic, political and cultural system that determines the social integration of a person living in society. It is noted that culture provides distinction and difference to teenagers that are realized through the construction of resistant identities and lifestyles.

The article focuses on the factors that motivates people to do voluntary work in the public sector in Great Britain. Voluntary work includes activities that takes place not only within the organizations and charities but also includes activities in commercial companies and in the local communities. A survey by the National Center for Volunteering reveals that despite the gender stereotype, men are as likely to volunteer as women. According to the author, the factors that influence individuals to take on unpaid work involves an interplay between social and symbolic capital and work ethos.

Negative gender-role stereotypes continue to pervade the careers of many women. The current study examines the careers of female National Health Service (NHS) nurses in the United Kingdom. The study identifies organizational mindsets which militate against women's career advancement. These mindsets form the basis of the "ethic of discrimination" which both maintains and perpetuates unequal outcomes for women in NHS nursing. We examine the implications for management in promoting non-discriminatory decision making, and the barriers that are faced in overcoming the "ethic of discrimination". [ABSTRACT FROM AUTHOR]

Scholars have argued that although occupational sex segregation is high in aggregate terms, women frequently move between sex-typical and sex-atypical occupations over the life course--hence the "revolving doors." I reexamine the revolving doors thesis using career history data from Great Britain. I argue that the conventional boundaries for occupational sex types need revision, at least for Britain. Specifically, female-dominated occupations should be distinguished from heavily female-dominated occupations. I show that although the strong version of the revolving doors thesis (which rules out path dependence) does not apply to both "female" and "heavily female" occupations, a weak version describes the former better than it does the latter. This result points to a ghetto effect. [ABSTRACT FROM AUTHOR]

The aim of the present paper is to offer an agenda for further research, suggesting the key areas that warrant detailed analysis. On the basis of recently completed research it argues that the work experience of women managers varies according to a number of distinct personal and organizational circumstances. This points up the need for more comparative studies of women at different career stages within and between different organizational settings. Further, it suggests that cross-national studies may help to account for the relative absence of women in senior managerial positions within British corporations. The paper concludes by identifying ten key issues which, within such an approach, constitute important areas for further research. [ABSTRACT FROM AUTHOR]

The article discusses dilemmas faced by British scholars in studying women in educational administration in developing countries. The dilemmas faced are categorized into three, namely ethnocentrism, sex-stereotyping and definitions of educational management. The perceptions, experiences and cultural backgrounds of researchers from developed countries have impacts on how they carry out their research on women educational managers in Third World countries. One solution in researching women administrators is to collect profiles of successful women educators and learn from the composites of their traits and backgrounds.

It is argued that Hakim (1992) is correct in claiming that no single index can measure the extent of horizontal and vertical sex segregation by occupation. In her attempts to explain trends in occupational segregation in Britain, however, she has provided an inconsistent picture of the overall pattern of change and utilized the concept of vertical segregation incorrectly. The Karmel and Maclachlan index and its decomposition over time provide a rigorous foundation to the measurement of (horizontal) occupational sex segregation. It can be complemented by case studies and carefully defined summary statistics to explore other dimensions of segregation. [ABSTRACT FROM AUTHOR]

The article focuses on the connection of politics and gender relations in 17th century England. The author presents an analysis of political disorder discourses and feminized unruliness employed by authors of varied political views. It is argued that these authors' political rhetoric and treatises condemning unathorized female expression shared a common mode of representation that was translated in the conventions of classical satire.

Stereotypes about science, technology, engineering and mathematics (STEM) are associated with reduced STEM engagement amongst girls and women. The present study examined these stereotypes from early childhood through adolescence within informal science learning sites (ISLS; science museums, zoos, aquariums). Further, the study explored whether interactions with male or female educators influenced STEM stereotypes. Participants (n = 997, female = 572) were ISLS visitors in the UK and USA who either interacted with an educator, or no educator. With age participants were more likely to report that "both boys and girls" are "usually", "should" be, and "can" be good at STEM. Independent of age, male participants reported that their own gender group "should" be good at STEM. Educator interactions did not influence stereotype responses. These results highlight early childhood as a key developmental window in which to challenge ideas about who can and should be proficient in STEM. • Gender stereotypes about science, technology, engineering and mathematics (STEM) ability emerge in early childhood • Adolescents are more likely to say that both boys and girls should, can and usually are good at STEM • Boys are more likely than girls to say that their own gender group 'should' be good at STEM • Stereotypes do not change based on an interaction with an educator (male or female) in an informal science learning site [ABSTRACT FROM AUTHOR]

Differences between children's and parents' implicit and explicit gender stereotypes were investigated in two experiments. For the first time, the visual world paradigm compared parents' and 7-8-year-old children's looking preferences toward masculine- and feminine-typed objects stereotypically associated with a story character's gender. In Experiment 1 participants listened to sentences that included a verb that inferred intentional action with an object (e.g., "Lilly/Alexander will play with the toy"), and in Experiment 2 the verb was replaced with a neutral verb (e.g., "Lilly/Alexander will trip over the toy"). A questionnaire assessed participants' explicit gender stereotype endorsement (and knowledge [Experiment 2]) of children's toys. Results revealed that parents and children displayed similar implicit stereotypes, but different explicit stereotypes, to one another. In Experiment 1, both children and parents displayed looking preferences toward the masculine-typed object when the story character was male and looking preferences toward the feminine-typed object when the character was female. No gender effects were found with a neutral verb in Experiment 2, reinforcing the impact of gender stereotypes on implicit processing and showing that the effects are not simply driven by gender stereotypic name-object associations. In the explicit measure, parents did not endorse the gender stereotypes related to toys but rather appeared to be egalitarian, whereas children's responses were gender stereotypic., (Copyright © 2020 Elsevier Inc. All rights reserved.)